Term Paper

On
SELECTION PROCESS
A Case Study on “ROBI” Axiata
Ltd.

Date of Submission: 05-09-2022

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 Department of Management
Term Paper
On
SELECTION PROCESS
A Case Study on “ROBI” Axiata Ltd.

Submitted To:
Rozi Akther
Lecturer
Department of Management
Mirpur College, Dhaka

Submitted By:
Mehedi Hasan
MBA (Final)
Reg No: 19326116837
Department of Management
Mirpur College, Dhaka

Date of Submission: 5th September 2022

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 Letter of Transmittal
Date: 05th September, 2022

Rozi Akther
Lecturer
Department of Management
Mirpur College, Dhaka

Sub: A Term Paper on "Selection Process" of a case study on "ROBI".

Dear Madam,
I hereby submit my term paper on Selection Process" of a case study on "ROBI".
This report was assigned to me as a partial fulfillment of project program of MBA
Final. This report concentrates on "Selection process" associate with Kum. I tried
to gather necessary information to make my report specific. Through the
procedure of preparing the report I developed a clear understanding on selection
process of ROBI.

I tried my best to make this report as reflective as possible.

Sincerely yours,

____________
Mehedi Hasan
MBA (Final)
Reg. No.: 19326116837
Session: 2019-20
Department of Management
Mirpur College, Dhaka

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 Student's Declaration
I hereby that the term paper on "Selection Process" A case study on ROBI is not
exact copy of previously published term paper articles and other publications.
The entire term paper is done by me with the help all of the employees of ROBI.
I am grateful to my supervisor Rozi Akther, Lecturer, Department of the
Management. Mirpur College. For his invaluable suggestion and guidance during
the study period that has greatly inspired me in preparing this term papers
successfully.

This term paper is submitted as partial fulfillment of the requirement for the
MBA of Management of Mirpur College.

Sincerely yours,

___________
Mehedi Hasan
MBA (Final)
Reg. No.: 19326116837
Session: 2019-20
Department of Management
Mirpur College, Dhaka

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 Certification of Supervisor
This is to certify that, Mehedi Hasan, Reg No.: 19326116837 is a regular student
of Mirpur College, Department of Management, has completed her term paper on
" Selection Process" A case study on ROBI, as a partial fulfillment of the
requirement of MBA Final.

The term paper has been prepared under my guidance and is a record of the bona
fide work carried out successfully

I wish her success in life.

__________
Rozi Akther
Lecturer
Department of Management
Mirpur College, Dhaka

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 Executive Summary

This paper examines the courses, effects and remedies "Selection Process” A case
study on ROBI. What are the things that lead to "Selection Process" A case study
on ROBI. The study found out that like other terms, ROBI generate considerable
ambivalence and leaves many scholars and administrators quit uncertain about
(1) its meaning and relevance: and (2) how best to cope with it. "Selection
Process'' A case study on ROBI are inevitable in how best to cope with it.

"Selection Process" A case study on ROBI are investable in human life. It is also
inevitable in organizations or enen between nations. "Selection Process" A case
study on ROBI is an inseparable aspect of people's as well as organization's life.
The study also discovered that "ROBI" occur in organizations as a result of
competition for supremacy, leadership style, scarcity of common resources etc.

If a ''ROBI" is not well and timely managed, it can lead to low productivity or
service delivery. The study also discovered that conflict can sometimes produce
positive result, if well managed. Thus, not all conflict situations are bad. Efforts
should always be made to ensure that the causes of "ROBI" are addressed as soon
as they are noticed.

The paper concludes that early recognition and paying attention to the "ROBI"
parties and negotiation between parties involved in the "ROBI" should be adopted
in resolving conflicts while force or intimidation should never be used to resolve
conflicting parties. Force and intimidation can only be counterproductive.

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 Acknowledgment
At first, I must express my gratefulness and thanks to Allah for giving me energy
and capabilities for preparing this Term paper within the schedule time.

Term Paper in an essential part of MBA Final as one can gather practical
knowledge within three months by observing and doing works chosen
organization. The is regard my Term Paper has been arranged at “Selection
Process” A case study on ROBI".

I take this opportunity to express my grateful thanks to my teacher Rozi Akther,

Lecturer, Department of Management of Mirpur College, Dhaka, for his
officious, careful guidelines and suggestions. He inspired me with this valuable
guideline to completed this project these successfully.

Finally, l would like to thanks all the academic and teachers of Mirpur College,
Dhaka, who extended their deepest co-operation to me despite their heavy land.

At last I think to those persons who remain behind the curtain but helped me in
any to prepare the report.

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 Table of Contents
Topics Page No.
Chapter One: Introduction
l.1 The origin in of the report 10
1.2 Statement of the problem 10
1.3 0bjectives of the study 11
1.4 Limitation 11
Chapter Two: Research Methodology
2.1 Research type 13
2.2 Sampling Design 13
2.3 Sampling Method 13
2.4 Data Collection 14
2.5 Source of Data Collection 14
2.6 Methods used for data collection 14
2.7 Data Processing and Analysis 15
Chapter Three: Company Profile
3.1 About the company 17
3.2 Vision 18
3.3 Mission 18
3.4 Theme 18
3.5 Motto 18
3.6 Major Milestone of the ROBI 18
3.7 Duties and responsibilities of HR Division of ROBI 19
3.8 HR Objectives 19
3.9 Robi Axiata Ltd. Organogram and Management 19
3.10 Present Products and Services 21
3.11 GSM Service 24
3.12 Value Added Services (VAS) 24
Chapter- Four: Analysis and Findings
4.1 Topic Analysis & Discussion 27
4.1.1 Definition of employee selection 27
4.1.2 Meaning of employee Selection process 28
4.2 Selection process applied in ROBI 29
4.2. Selection 29
4.2.2 The chart of recruiting and selection process of ROBI 31
4.3 SWOT Analysis 32
Chapter-Five: Findings
Findings 35
Chapter -Six: Recommendations and Conclusion
6.1 Recommendations 37
6.2 Conclusion 39
Chapter-Seven: Bibliography
Bibliography 40

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Chapter One: Introduction

1.1 The Origin in of the Report

1.2 Statement of The Problem
1.3 Objectives of The Study
1.4 Limitation

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 Introduction
1.1 The origin of the report:
Basically Project program is a requirement MBA (Final) program of Mirpur
University College, Dhaka with the objective to acquire and share knowledge and
experience and the organizational office environment and match it with the
theoretical knowledge which has been gained from the text books inside the
classroom. As my major is Human Resources Management, the project topic
assigned to me by our respected faculty of university was purely related to human
resource management of the organization; my task is to sort out the Selection
Process of Robi Axiata Ltd. Honorable Lecture Rozi Akther agreed upon the topic
and authorized the researcher to prepare a report on the topic.

The Term paper is prepared for Rozi Akther Lecturer, Department of

Management Studies, Mirpur University College, Dhaka. This report is prepared
as a mandatory requirement of MBA (Final) program. Here I have tried my level
best to follow the standard procedure and instructions given by the honorable
internship supervisor.

1.2 Statement of the problem:

To run the organization operation properly and to achieve the organization's
goals, the organization needs qualified and right employees. HR helps to find the
right person for the right job. This is the major work of HR division. Employee
recruiting, selection, training, management development, and employee
compensation all these things have done under HR division. To achieve their
mission they provide effective training program, design attractive compensation
package, provide performance appraisal. These entire things are done for finding
the appropriate employee for the organization who can assist organization to
accomplish its goal.

This study is conducting the Selection Process of the ROBI and analyzing the
problems of the company. So the survey can be titled as-

"A Study on the Performance of ROBI with Special Emphasis on Selection

Process''

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1.3 Objectives of the Study

Primary Objective:
The primary objective of this study is to evaluate Selection Process of the Robi
Axiata Ltd.

Specific Objective:
1. To assess the selection process of Robi Axiata Ltd. and under which
division these works.
2. To identify the loopholes in executing the selection process in Robi.
3. To suggest some measures to improve the selection process in Robi.

1.4 Limitations of the Report:

The limitations could be due to certain biases, which exist in individual's mind
towards a particular aspect of the company on his or her past experience with it.
Due to such limitations the result may be slightly different than what it should
have been. Some more limitations can be stated as follows

1. No study was conducted on this issue earlier; so it was not possible to

collect data from any secondary source.
2. Another great problem was time. Most of the employees under the survey
were not free within the time frame.
3. Workload of the employees during the interview at work place was a
barrier to get information in details for the research.
4. There were some response errors. Some of the employees were biased by
other's opinion.
5. There was a lack of information as the reluctance and strict devotion to
confidentiality maintenance attitude show by the officials of Robi.
6. Employees always tend to focus on their success story than revealing the
unsuccessful ones. So exact scenario was slightly hampered.

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Chapter Two: Research Methodology

2.1 Research type

2.2 Sampling Design
2.3 Sampling Method
2.4 Data Collection
2.5 Sources of Data Collection
2.6 Methods used for data collection
2.7 Data Processing and Analysis

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 2. Research Methodology
2.1 Research Type:
According to Webster (1985) research is to search or investigate exhaustively.
Research may be of two types;
• Basic Research
• Applied Research
This is a current and a continuous problem and hence we can define it as an
Applied Research. Such research generally takes a specific question and tries to
find definitive and comprehensive answer. So the researcher conducted the study
using sampling process other than Census method (suitable for bae sic research).

2.2 Sampling Design:

The sampling process in this study comprises several stages:
• Defining the population of concern
• Specifying the sampling frame, a set of items & events possible to measure
• Specifying the sampling method for selecting items & events from the frame
• Determining the sampling size
• Implementing the sampling plan
• Sampling and data collecting

2.3 Sampling Method:

Due to the large number of population as well as for time shortness the
Convenience sampling method was felt fully justified for this study.
Convenience sampling is a non-probability sampling technique, where subjects
are selected because of their convenient accessibility and proximity to the
researcher.

The reason for using the Convenience sampling method is not just because it is
easy to use, but it allows researcher to obtain basic data and trends regarding her
study without the complications of using a randomized sample. More over the
method is fact, inexpensive, easy and the subjects are readily available.

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2.4 Data Collection:
Data Collection is the collection data by using many sources or by observing or
by taking structured or non-structured interviews of the required object or event
or individual for getting the related information which will help researcher to
define the problem more specifically.

2.5 Sources of Data Collection:

In conducting the study, data and information have been collected from different
sources. All these data were collected from the secondary sources and very few
from primary sources. The sources of data include the following:

➢ Primary sources are:

The primary sources of the report are:

▪ Personal Observation.
▪ General interviews of the employees.
▪ Desk work investigation in different section.

➢ Secondary Sources are:

The secondary sources of the report are:
▪ Web site of Robi Axiata Ltd.
▪ Different reports and publications.
▪ Few confidential documents which I was not allowed· mentioning in my
report.
▪ Annual report of Robi.
▪ Various books, articles, compilations, statement and brochure etc
regarding HRM.

2.6 Methods used for Data Collection:

For collecting data from the primary and secondary sources the researcher used
the following data collection methods:
▪ Interviewing Method
▪ Observation Method
▪ Document Analysis

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2.7 Data Processing and Analysis:

For the first method such as the interviewing method the data collection
instruments were
• Face to face conversation
• Telephone surveys
• Email

For the second and the last method that means observation method and document
analysis the data collection instruments were.

• Physical investigation of official documents

• Personal analysis of company website
• Discussion with the concerned personnel
• Physical observation of related job

The researcher checked all complete interviews for omissions and errors then
entered the data by using Microsoft Word. After data entry was completed, the
results of the survey were analyzed and presented in report format using software
SPSS.

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 3. Company Profile

3.1 About the company

3.2 Vision
3.3 Mission
3.4 Theme
3.5 Motto
3.6 Major Milestone of the ROBI
3.7 Duties and responsibilities of HR
division of ROBI
3.8 HR Objectives
3.9 Robi Axiata Ltd. organogram and
management
3.10 Present Products and Services
3.11 GSM Services
3.12 Value Added Services (VAS)

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 3. Company Profile

3.1 About the Company

Robi Axiata Ltd. one of the pioneers not only in the telecommunications private
sector of Bangladesh, but also is a dynamic and leading countrywide GSM
communication solution provider. It is a joint venture company between Axiata
Group Berthed, Malaysia (70%) and NTT DOCOMO INC, Japan (30%). Under
the brand name Aktel, TM International (Bangladesh) Limited (TMIB) is a joint-
venture company formed between Telecom Malaysia Berthed and M/S A K Khan
Group. TMIB started its commercial operation in Dhaka, Bangladesh as a GSM
cellular phone operator in 15th November 1997 with the objective of offering the
state-of-the-art and modem telecommunications services to the people of
Bangladesh at competitive prices. With a treasonous response from customers in
Dhaka, TMIB has started its operation in Chittagong from 26th March 1998.
Finally, these two companies launched a brand product named "AKTEL" in
Bangladesh. On 28th March 2010, the service name was reframed as ‘ROBI’ and
the company came to be known as ROBI AXIATA LTD.
The time November 1997, Robi Axiata Ltd has built the largest cellular network
in the country with over 10,000 base stations in more than 5700 locations.
Presently, nearly 95 percent of the country's population is within the coverage
area of the Robi network.
One of the largest telecommunication industry of Bangladesh, so far invested
more than BDT 10,700 crore (USD 1.6 billion) to build the network infrastructure
since its inception in 1997. It has invested over BDT 3,100 crore (USD 450
million) during the first three quarters of 2007 while BDT 2,100 crore (USD 310
million) was invested in 2006 alone. Robi is also one the largest taxpayers in the
country, having contributed nearly BDT 7000 crore in direct and indirect taxes to
the Government Exchequer over the years. Of this amount, over BDT 2000 crore
was paid in 2006 alone. Robi was also the first operator to introduce the pre-paid
service in September 1999. It established the first 24-hour Call Center, introduced
value-added services such as VMS, SMS, fax and data transmission services,
intonational roaming service, WAP, SMS-based push-pul services, EDGE,
personal ring back tone and many other products and services.
From the very beginning, Robi placed emphasis on providing good after-sales
services. In recent years, the focus has been to provide after-sales within a short
distance from where the customers live. There are now more than 600 Robi
Service Desks across the country covering nearly all upazilas of 61 districts. In
addition, there are nine Robi Customer Centers in all the divisional cities and they
remain open from 8am-8pm every day including all holidays.

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3.2 Vision:
To be a leader as a Telecommunication Service Provider in Bangladesh.

3.3 Mission:
ROBI aims to be achieving its vision through being number "One" not only in
terms of market share, but also by being an employer of choice with up-tp date
knowledge and products geared to address the ever changing needs of our
budding nation.

3.4 Theme:
"Customer First"

3.5 Motto:
"Cleary Ahead"

3.6 Major Milestone of the ROBI business:

1. First time introduced the 'mobile Plus (PSTN Incoming Connectivity only)
Product Services' in Bangladesh.
2. First time introduced the Tele-Ramadan (Timing of Iftar and Sehri during
Ramadan) under Tele-info Services in Bangladesh.
3. First time introduced the Seamless Coverage throughout the Dhaka-
Chittagong Highway and named it as 'Chittagong Dhaka Corridor (CDC)'.
4. First time introduce the full fledged IVR based Customer Services (Call
Center) in telecom market.
5. First time introduced cellular services in the most northern part of
Bangladesh by launching ROBI Service in Rangpur and Dinajpur in 2002.
6. TMIB brought Twenty Six (26) Districts and the outskirts under Robi
network by the end of Year 2002 successfully.
7. Introduced the automatic system generated bill amount and payment
request for the Post-paid subscribers in 2002. The automatic unbarring
facility, after necessary payment making by the subscribers, is also a part
of this system.

Today, ROBI is recognized as a leading brand in Bangladesh and this is driven

by our persistent pursuit of quality and technology, putting it clearly ahead of the
rest. The future with ROBI is promised to be exciting as I strive to employ the
best resources and latest technology in offering many more innovative and
exciting products and services.

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3.7 Duties and responsibilities of HR division of ROBI:
• To perform job Analysis
• To get engaged with recruiting and conduct initial screening.
• To design the orientation, training and development materials.
• To help in designing organization development activities.
• To work with employee's compensation and benefit.
• To provide sufficient information in order to complete the processing of
recruitment and selection.
• Duties with Administration sector under ROBI HR Division:
1. Transportation management
2. Protocol
3. Health and safety of the employee.

3.8 HR Objectives:
• Providing the right person for the right job.
• Job satisfaction.
• Career planning and Development.
• Reduce the employee turnover by recruiting and selecting the right person

3.9 Robi Axiata Ltd. organogram and management:

The executive function of the company is performed by the Managing Director
and other Directors as under:
• The Managing Director acts as the Chief Executive Officer of the company
and responsible for overall management of the company.
• The Chief (Technical) Officer responsible for development planning
supply demand management and operation and maintenance of the system.
• The Chief (Finance) Officer responsible for all financial matters and
commercial operations of the company.

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 Chairman

Managing
Director

Head of
Chief Technical General Chief Financial Head of Head of Other
Human
Officer Manager Officer Marketing Customer Care Department
Resources

General Head of
Head of
Manager Corporate
Internal Audit
Finance Sales

Head of Dealer Head of

Management Administration

Head of
Corporate
Strategy

Head of
Corporate
Affairs

Head of
Revenue
Assurance

Head of
Procurement

Figure: Robi Axiata Ltd. Organogram

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3.10 Present Products and Services
Robi Axiata Ltd operates different types of products to meet the need of
customers of different segments. These products can be grossly divided into two
types:
• Prepaid:
Subscribers pay before they use the service. There is no monthly fee for prepaid
user. But the call rate is usually high.
• Postpaid:
Subscribers pay at the end of the month for the service they use.
Prepaid
Robi Prepaid has everything to offer; a single package that delivers simplicity and
flexibility at the same time. Robi Prepaid is continuously adding new features and
plans to provide absolute freedom to the customers.
Shorol 21
• Package price 138 (Shorol 21)
• BDT 25 activation bonus for any purpose with 60 days validity (dial
*222#)
• 500 SMS activation bonus for any local operator with 15 days validity
(dial 222*12#)
• 20 MB data activation bonus with 15 days validity (dial *222*81#)
• For every BDT 21 recharge, customer will get bonus 21 minutes, 21 SMS
and 21 MB data
• Free VAS services subscriptions for three months
• Check bonus minutes dial *222*24 bonus SMS dial *222*12# & bonus
data dial 222*81#
• Available at Robi Sheba, Robi Sheba Point & all the mobile outlets
nationwide.

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Postpaid
Professional Package 2
Particulars TK/min
Outgoing 24 hours
To any local operator number 0.75
To any Priyo number 0.25
SMS charge (to any operator) 0.50
To Intonational (ISD)* Only ISD Charges
Incoming
From any number worldwide Free
Pulse
Outgoing 60 sec

Robi Corporate
Robi Corporate is founded on a robust network employing cutting-edge
technology providing the ultimate solutions in terms of voice clarity; a
continuously expanding nationwide network coverage; abundant international
roaming global partners; popular value added services (VAS); quality easy-access
corporate customer care; competitive and tailored tariff plans and specific billing.
The Corporate Strong-arm of Robi is committed to keeping you ahead of the rest.
With Robi Corporate, your company will be assigned a dedicated account
manager who will provide personalized assistance round the clock.

Special benefits of Robi Corporate:

• The wide range of Corporate Packages to fulfill your needs
• Zero security deposit with NO monthly line rent.
• Convenient bill payment options.
• Robi Corporate Insurance Policy.
• Cutting edge value added services like GPRS, EDGE, Personal Assistant,
Corporate Messaging Platform with short code, Data and Fax call services,
Call Center Solution, Fixed rate group talk plan, Customized SMS based
solution.

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Friends and Family (FnF)
You may select five numbers of any operators as your Friends and Family (FnF)
enjoy a significant reduction in tariff
Customized Credit Facility
Every single Robi Corporate 'Family members’ may set their individual credit
limits and alter it as per their requirement.
Itemized Bill
Call details including information such as date, time, duration and charge of any
voice calls made can be provided.
Dedicated Corporate Customer Care
Corporate Customer Care has dedicated three helpline numbers specifically
equipped to serve the corporate family members and they are available. This is
an ‘industry-first’. Please call us on 01819210952-4 or email:
corporate.help@robi.com.bd or fax: (+8802) 8832502
International Roaming
600 operators and more than 200 countries we connect you ANYWHERE! Robi
Intonational Roaming Services allows Robi Subscribers to make and receive calls
while traveling to other countries; provided that Robi has to have Roaming
agreements with the respective operators in foreign countries.

International Roaming offers you

• Use of the existing Robi number for roaming in all partner networks abroad
• Global network coverage with over 573 operators and 207 countries
• Spanning over six continents
• No additional monthly charge for availing the service
• Sending and receiving SMS to and from Robi
• Internet access and web surfing through GPRS Roaming Services
• Itemized bill without additional charge
• international Roaming Tariff information Through SMS.

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3.11 GSM Services:
All kinds of products of Robi enjoy the following GSM features:

3.11.1. Caller 1D:

To view the caller's ID before answering the call.

3.11.2. Call Divert:

To divert the incoming calls to any mobile and phone.
3.11.3. Call Conference:
To make up to 5 calls (max) at a time and connect all the calls to make a
conference call. This feature is handset dependent.

3.11.4. Call Waiting:

To receive a second call while user is online with another call. User can reject the
second call or put the first caller on hold, talk to the second caller and then return
to the first call.

3.11.5. Call Barring:

Enables user to restrict certain calls to be made from mobile which is important
for security purposes.
3.12 Value Added Services (VAS):
All kinds of products of Robi enjoy the following VAS features:
3.12.1. Voice Mail Service (VMS):
VMS is a unique answering machine. It provides user with a personal electronic
mail box in a voice mail center. It provides 24-hour automatic secretarial service
and makes user available to calling party anytime. VMS records incoming voice
messages if user is (a) outside Robi's coverage area or (b) busy or (c) simply
switched off his/her mobile.

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3.12.2. Sort Messaging Service (SMS):
SMS acts like an advanced pager. Users can send and receive text messages of
up to 160 characters, directly from one mobile to another mobile.
Now users can use SMS to many extraordinary things. i.e. (a) receive news on
latest event/sports/important phone numbers/hotels/bus services/plane service (b)
download ring tone/logo to mobile (c) send/receive email from mobile (d) take
part in SMS based games etc.

3.12.3. Fax and Data Service:

Currently available only to corporate clients. Users can use their mobile phone
attached to a computer to send faxes or transfer data. No need to have connection
with a fixed line.
3.12.4. IVR (Interactive Voice Response):
Users can dial in to certain numbers and hear prerecorded human voice. This
service has been extensively used for balance query, news service, VMS, etc.

3.12.5. MMS (Multimedia Messaging Service):

The concept is same as SMS, but more to emails. Users can send images, text,
sound etc via MMS. The size limit is 100 kilo bytes.
3.12.6. GPRS (Generalized Packet Radio Service):
With GPRS, users can browse the internet, send MMS and does all that can be
done on internet - only positive difference is that they don't need a computer for
that; only a mobile phone is required.
3.12.7. Miss Call Alert:
It will notify subscriber through SMS about all the calls made to them when their
mobile phone is unreachable due to handset switch off, out of network coverage
area or any other reason.

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 4. Analysis and Findings

4.1 Topic analysis & discussion

4.1.1 Definition of employee selection
4.1.2 Meaning of employee Selection process
4.2 Selection Process applied in ROBI
4.2.1 Selection
4.2.2 The chart of recruiting and selection process of ROBI
4.3 SWOT Analysis

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 5. Topics Analysis
4.1 Topic analysis & discussion:
ROBI has human resource activity from the very beginning when they first started
their operation though earlier they do not have separate HR division. It was
working jointly with other division (finance, marketing, administration). The
company establishes separate HR Division in January 1998. They have now 21
employees including those who are working in their head of the department. Their
HR head quarter is situated at Malaysia.
To run the organization operation properly and to achieve the organization's
goals, the organization needs qualified and right employees. HR helps to find the
right person for the right job. This is the major work of HR division. Employee
recruiting. selection, training, management development, and employee
compensation all these things have done under HR division. To achieve their
mission they provide effective training program, design attractive compensation
package, provide performance appraisal. These entire things are done for finding
the appropriate employee for the organization who can assist organization to
accomplish its goal.
4.1.1 Definition of employee selection:
The process of interviewing and evaluating candidates for a specific job and
selecting an individual for employment based on certain criteria. Employee
selection can range from a very simple process to a very complicated process
depending on the firm hiring and the position. Certain employment laws such as
anti-discrimination laws must be obeyed during employee selection.

Employee Selection is the process of putting right men on right job. It is a

procedure of matching organizational requirements with the skills and
qualifications of people. Effective selection can be done only when there is
effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees. Moreover, organization
will face less of absenteeism and employee turnover problems. By selecting right
candidate for the required job, organization will also save time and money. Proper
screening of candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested.

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4.1.2 Meaning of Employee Selection Process:
Selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it
motivates more of candidates to apply for the job. It creates a pool of applicants.
It is just sourcing of data. While selection is a negative process as the
inappropriate candidates are rejected here. Recruitment precedes selection in
staffing process. Selection involves choosing the best candidate with best
abilities, skills and knowledge for the required job.
The Employee selection Process takes place in following order-
1. Preliminary interviews- It is used to eliminate those candidates who do not
meet the minimum eligibility criteria laid down by the organization. The skills,
academic and family background, competencies and interests of the candidate
are examined during preliminary interview. Preliminary interviews are less
formalized and planned than the final interviews. The candidates are given a
brief up about the company and the job profile; and it is also examined how
much the candidate knows about the company. Preliminary interviews are also
called screening interviews.

2. Application blanks- The candidates who clear the preliminary interview are
required to fill application blank. It contains data record of the candidates such
as details about age, qualifications, reason for leaving previous job,
experience, etc.

3. Written Tests- Various written tests conducted during selection procedure are
aptitude test, intelligence test, reasoning test, personality test, etc. These tests
are used to objectively assess the potential candidate. They should not be
biased.

4. Employment Interviews- It is a one to one interaction between the

interviewer and the potential candidate. It is used to find whether the candidate
is best suited for the required job or not. But such interviews consume time
and money both. Moreover, the competencies of the candidate cannot be
judged. Such interviews may be biased at times. Such interviews should be
conducted properly. No distractions should be there in room. There should be
an honest communication between candidate and interviewer.

5. Medical examination- Medical tests are conducted to ensure physical fitness

of the potential employee. It will decrease chances of employee absenteeism.

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6. Appointment Letter- A reference check is made about the candidate selected
and then finally he is appointed by giving a formal appointment letter.

Depending on the nature of the assignment, the Employer may offer either fixed
term or indefinite duration appointments.
Appointments are subject to a satisfactory pre-employment medical examination
and are confirmed upon completion of a successful trial period.

4.2 Selection process applied in ROBI:

4.2.1 Selection:
ROBI go through some selection process when they hire employee. They undergo
some initial screening and testing technique when they select an employee. These
techniques help them to find the right person for the right job. They take interview
of the candidate; arrange different tests to find the appropriate person. Then they
give final decision. HR manager conducts initial screening part for the selection
procedure. Department super and top-level management who are responsible to
take the final decision conduct the remaining part.
However, for the selection procedure, ROBI follows two steps. These are:

1.Written test:
The candidate who applies for the job should sit for a written test. The candidates
who pass in the written test are selected for further processing in order to take
written test, they generally follow two types of tests. These are given below:
a). Specific cognitive abilities/ mental abilities: The method is used for
measuring mental abilities such as inductive and deductive reasoning, verbal
comprehension, memory and numerical ability. Thus, ROBI use this type of test
in order to select employees for the mechanical or technical positions of their
company.

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(b) Achievement test: These methods are widely used in employment Screening,
Since, it is basically a measurement of what a person has learned throughout
his/her life; therefore ROBI uses this method in order to recruit and select
employees for administrative section who are able to apply their gained
knowledge in their practical field so that ROBI can find out the right person for
the right place
2. Interview:
ROBI has their own design template for taking interview for applicants who pass
the written test. The different interview procedures are used in ROBI:
(a). Stress interview: Most of the time ROBI takes interview to test stress
bearing capacity of their potential employees. It is done specially for the sales and
marketing employees. Because their job is more target oriented.
b). Job related Interview: The company usually takes job related interview for
every candidate in primary stage.
c). Panel Interview: ROBI sometimes use panel interview where groups of
people of different jobs are encouraged to ask questions to evaluate the candidate
more efficiently. However, sometimes they directly call for the interview without
taking the written test.

3. Other tests:
Beside written test and interview ROBI likes to go through some other types of
test.
• Presentation skill test:
ROBI takes presentation skill test to find whether the person is a good presenter
or not. These types of tests are taken for evaluating the ability for marketing or
sales division.
• Medical test:
ROBI take medical test to find the employees physical condition. It helps them
to find whether they are physically fit for doing their job properly.
4. Final selection:
After completing the entire test ROBI give their final decision on the basis of the
result of all the different kinds of tests. Then, an employee is finally selected to
work in the Organization at a joining date given by ROBI.

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4.2.2 The chart of recruiting and selection process of ROBI:

Recruiting

C.V Sorting

Written Test

Interview

Other Test

Final Selection

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4.3 SWOT Analysis;
Strengths:
(1) Skilled personnel
ROBI has skilled personnel so that their operations are performed efficiently
(2) High pay scale
ROBI claims that they have the highest pay scale among the all-cellular
companies in Bangladesh. So that they get the right person for the right position.
(3) Corporate culture
Their corporate culture is so well developed that all the employees in ROBI have
a friendly environment in their workplace.
(4) Young and Educated Employees
All the employees of this unit are young and well educated which is favorable for
better quality of work.
(5) Better Training Facility
Better training to employees is also strength of this unit.

Weaknesses:
(1) Turnover ratio
High turnover ratio is found in some previous years. Though they have high pay
scale but there may be some internal reasons, which causes the employees to leave
the job.
(2) Development process is not well organized
Development process in ROBI is not so well organized. Every senior employee
gets only 40 hours development program each year, which is not enough for
development. They don't follow action-learning process that may be very
effective to develop the employees.

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(3) Some lacks of training program
They also don't follow off the job training which may create some problem in
training program.
(4) Somme lacks in recruiting and selection process
➢ They do not follow any personnel replacement chart.
➢ They do not promote work samples testing to evaluate a candidate.
➢ ROBI doesn't use any method to test each employee’s personality.
➢ ROBI doesn't follow background checking for selecting candidates as it
becomes expensive for the company.
Opportunities:
Huge candidates
As the unemployment rate is high in Bangladesh ROBI get many more candidates
when they advertise to recruit people
Threats:
(1) Political instability
In our country political parties call HARTALs and other activities that hamper
the HR operations of ROBI
(2) HR departments of other cellular companies:
ROBI always face competition with the other companies' HR department because
every cellular company always tries to improve their HR operations according to
the necessity.

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5. Findings

Findings

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 5 . Findings
Though ROBI follows most of the rules and regulations of standard training
programs but still they have some problems with their existing training and
development programs. Some of the problems are listed below:
➢ Robi does not follow any personnel replacement chart.
➢ Robi does not promote work samples testing to evaluate a candidate.
➢ ROBI doesn't use any method to test each employee's personality.
➢ ROBI doesn't follow background checking for selecting candidates as it
becomes expensive for the company.
➢ Robi does not follow situational interview.

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6 . Recommendations and Conclusion

6.1 Recommendation
6.2 Conclusion

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 6 . Recommendations and Conclusion

6.1 Recommendations:
In my report I tried to focus on the selection process of ROBI. But I did not have
enough information about the wok environment and the HR budget of the
organization to analyze about the organization to its fullest extent. I
recommended Robi to maintain employee relationship and other motivation
techniques to motivate their workers. They can use software to keep employees
update; which type of qualified employees they have; forecast future requirement
of qualified employees like other MNCs (telco).

In order to solve the problems with the existing selection process I recommend
the following suggestion. The ways of implementing those recommendations is
also discussed.
➢ Robi should use personnel replacement chart in order to recruit more
efficient employees for a specific position quickly.
➢ Since, RobiS do not promote work samples they face problems with the
employees in practical field. Thus they should bring more facilities for the
H.R. Division to check work samples for technical employees.
➢ ROBI would get benefit if they check the personality after the whole
selection procedure because; those employees who have personality
problems might cause conflicts inside the organization and also in the
practical field. To implement this, ROBI should verify one's personality by
psychological tests and similar test used.
➢ To recruit and to select efficient candidates ROBI should check
background information. The process can be implemented by verifying an
applicant's current position, motivation to work, technical competence and
ability to work with others from the current or previous supervisor.

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 ➢ ROBI should implement appraisal interview in order to motivate
employees. Appraisal interview can be taken for the current employee by
conducting brief discussion with the supervisors and the employees for
their performance. And through this interview they should recommend
what to do in order to motivate their performance.
➢ Robi should analyze the recruitment and selection process of other
multinational company of home and abroad.
Again, ROBI can implement situational interview so that they can have more
efficient employee in their organization. The situational interview can be placed
in interview Session by providing specific questionnaires or situation or case for
a specific job.

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6.2 Conclusion:
Human Resource Management is an important issue for any organization. It will
lead the organization in future. So the organization should give more emphasize
on their Human Resource Department. A person who can carry forwarded the
organization in terms of development, values and ethics. Mainly the precious
resource for any organization is their knowledge based efficient workers. The
organizations should more cautious on this issue to ensure the quality and ethics.

The most important key source factor of Robi Axiata Ltd is its efficient human
resource. It is using the state-of-the-art GSM technology and continuously
monitoring its network traffic to ensure network quality. They do most of the jobs
of a standard Human Resource Department which is very good in the context of
Bangladesh. But still some of the issues are needed to be scrutinized carefully if
Robi wants to have a highly motivated work force who will work really hard to
keep them truly ahead.

From the above discussion we can easily understand that Robi Axiata Ltd. (Robi)
is one of the top mobile Company of Bangladesh. It covers the whole Bangladesh
by its network. There are many product and services of Robi is available in
Market. At this moment the company is in growing position. But the strategies of
the company will make the company "number one" mobile company of
Bangladesh.

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 7. Bibliography
1. Books
➢ DeCenzo, David A. and Robbins, Stephen P. (2006). Fundamentals of
Human Resource Management, Ninth. Edition. New York: John Wiley and
Sons,
➢ Gary Dessler (2006-2007), Human Resource Management, 10th Edition,
New Delhi, Publisher: Prentice Hall,
➢ George W. Bohlander, Scott A. Snell, Managing Human Resources, 8 th
Edition, Publisher: South-Western College,
➢ John lvancevich, Human Resources Management, 9th Edition, New York,
Publisher: Irwin/McGraw-Hill,
➢ McBey, Kenneth J. and Belcourt, Monica. (2008). Strategic Human
Resource Planning, Forth Edition, United States, Nelson Education Itd,
➢ Raymond A. Noe, John R. Hollenbeck, Human Resource Management:
Gaining A Competitive Advantage, New York, Publisher: Irwin/McGraw-
Hill,
➢ Tom Redman, Adrian Wilkinson, Contemporary Human Resource
Management: Text and Cases, Second Edition, New Delhi, Publisher:
Prentice Hal,
➢ Wendell L. French, Human Resources Management, 9th Edition,
Publisher: Houghton Mifflin Company,
2. Website
➢ www.axiata.com
➢ www.telecompaper.com/news/article.aspx
➢ www.linkedin.com/.../axiata-bangladesh-ltd
➢ www.robi.com.bd
➢ www.btrc.gov.bd
➢ www.btrc.net
➢ www.btrc.org
➢ www.genecards.org/cgi-bin/carddisp.pl
➢ www.fao.org/sd/.../highlight_37167en.html
➢ www.en.wikipedia.org/wiki/Axiata Group_Berhad
➢ www.en.wikipedia.org/wiki/Aktel, etc.
➢ www.glassdoor.com
➢ www.google.com
➢ www.gsmworld.com
➢ www.robi-users-group.blogspot.com
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